Today, David Rendall, a speaker, consultant, and author of the Freak Factory, published a short interview with me on his blog. I’m his “freak of the week.”
I talk about:
Click here to check out the full interview
Paul Hebert, a leading expert on incentives and motivation, talks with me about incentive programs 101, how motivation is different from incentives, and Dan Pink’s new book, Drive. (35:38)
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Many people think, “I know what motivates me, therefore I’ll just package that up and offer it to people. Unfortunately, motivation isn’t that simple.
A lot of times money is nothing more than a yardstick. That’s their yardstick for success – how they prove to other people that they’re valuable.
If HR could train people better on how to do recognition, how to align company goals with what individuals need to get done, that’s the training that’s missing.
They had just spent the last ten hours cramped together in a tiny room, sitting on short stools and hunched over buckets. The room was hot, and the stench of sweat and dead fish lingered in the air.
The three Thai men moved the buckets of fish – 90 pounds in all – that they had spent the day washing, gutting and filleting into a neighboring room. Then they scrubbed the floors with bleach to remove the smell of the dead fish.
It didn’t work that well.
As cockroaches scurried out from the cracks in the walls, the men pulled cots into the center of the room, and settled down for a night’s sleep. The next morning, they would wake up early and take the fish to market, where they would make a grand total of $10. Keep reading…
Image by Mixy Lorenzo
When it comes to social media, IT security groups have two concerns (and rightly so):
Organizations can handle this issue one of two ways:
Which of these would you choose, and why?
PS: Organizations are actually worried about a third thing when it comes to social media – people wasting time. Guess what? The people who are going to fritter away hours on Facebook would have spent that time gabbing away at the water cooler – not filling out your TPS reports.
Why deprive everyone else of a great tool for sharing knowledge, learning and developing professionally?
I’ll be speaking at Boston College on March 16.
The New England Work and Family Association (NEWFA), which is sponsored by Boston College, is hosting an event on Employee Engagement. Speakers at the event will be sharing research and innovative practices to engage your workforce.
I’ll be presenting on how I use video and social media at EMC to connect employees around the globe.
I’m told these events are very action-oriented, which is awesome. That means I won’t just be sharing what I do – I’ll be teaching you how to do it at your organization, too!
Also speaking at the event:
If you’re not a member of NEWFA, the event is $100. But it looks like if it’s your first time attending one of their events you may be able to go for free.
UPDATE: The Best of Renegade HR is no longer available.
Starting today, you can get the Best of Renegade HR – a collection of the best articles from this site.
The Best of Renegade HR features 23 ideas and insights to help you become an HR rockstar! Think of it as your field guide to recruiting great people and helping them do amazing things that drive your business.
You can download the Best of Renegade HR instantly.
Save it to your computer, your blackberry, or you new iPad. Print it out and take it with you. Scribble in the margins. You don’t have to be online to access the best stuff from Renegade HR anymore!
This must-have resource is only on sale until March 7 – three weeks.
Don’t wait. Buy it now for only $5!
No Longer Available
In the Best of Renegade HR, you’ll find ideas and insights on:
The Best of Renegade HR is only available for three weeks. I stop selling it on March 7.
Don’t miss your chance – buy it now for only $5!
No Longer Available
Don’t like the book? Not a problem. Just let me know and I’ll give your money back. No questions. No hassles. You can even keep the book!
Most corporate communication emails from HR start off with something along the lines of, “The ability to effectively leverage human capital is our greatest asset.”
Here’s the thing: If your company really believes that, and does “effectively leverage human capital” (buzzword bingo, anyone), you don’t need to say it. Your employees already know.
And if you don’t? Well, your employees know that, too. And saying it doesn’t make true. Keep reading…